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UPS Partners
QPR - "Needs Improvement" because Manager reduced my rating!
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<blockquote data-quote="Kae3106" data-source="post: 2275284" data-attributes="member: 27557"><p>Yeah, the QPRs are pretty much worthless. This past year my objective, measurable goals put me on the high end of strong performer. But they decided they had too many strong performers so they knocked a bunch of us down to fully acceptable. What is the point of a QPR and measurable goals if you don't receive the score (and raise) you earned?? The bell curve model is bull<img src="/community/styles/default/xenforo/smilies/group1/censored2.gif" class="smilie" loading="lazy" alt=":censored2:" title="Censored2 :censored2:" data-shortname=":censored2:" />. If you have a lot of strong performers, then you have a lot of people who worked really hard for you or you set bad goals. Either way, they achieved the goals they were given. Artificially knocking down their ratings just drives us out the door to other companies.</p></blockquote><p></p>
[QUOTE="Kae3106, post: 2275284, member: 27557"] Yeah, the QPRs are pretty much worthless. This past year my objective, measurable goals put me on the high end of strong performer. But they decided they had too many strong performers so they knocked a bunch of us down to fully acceptable. What is the point of a QPR and measurable goals if you don't receive the score (and raise) you earned?? The bell curve model is bull:censored:. If you have a lot of strong performers, then you have a lot of people who worked really hard for you or you set bad goals. Either way, they achieved the goals they were given. Artificially knocking down their ratings just drives us out the door to other companies. [/QUOTE]
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QPR - "Needs Improvement" because Manager reduced my rating!
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